Mechanism for Tracking and Ensuring Gender Pay Equality |
Al-Ayen Iraqi University implements a systematic follow-up mechanism to ensure the effective application of the principle of equal pay, and to identify and close any unjustified gender gaps in the salary scale through the following procedural steps: Phase One: Data Building and Transparency 1. Unified Data Collection: The Employee Affairs Division annually collects and updates a comprehensive database that includes all data necessary for comparison, particularly: the basic salary and total allowances for each employee, job grade, actual job title, date of appointment and experience, and academic qualification, with gender recorded as a key variable. 2. Job Classification: Jobs are classified, taking into account the actual tasks and responsibilities, for the purpose of identifying "work of equal value." Phase Two: Auditing and Statistical Analysis 1. Periodic Pay Audit: A comprehensive statistical analysis of the database is conducted at least once annually by the Financial Department. 2. Comparative Analysis: The average and total wages and allowances are compared between males and females in equivalent job categories, while controlling for legitimate factors such as years of experience and qualifications. 3. Gap Diagnosis: Any differences in pay (gaps) between the sexes are identified, and a determination is made as to whether gender is an influencing factor in determining pay after excluding the effect of legitimate functional factors. Phase Three: Evaluation and Corrective Actions 1. Evaluation of Justifications: Every detected pay gap is evaluated to determine whether it resulted from objective factors (such as employee merit, or differences in allowances related to work location/hazard) or illegitimate factors (gender-based discrimination). 2. Development of Correction Plans: An immediate action plan is developed to address unjustified gaps. Corrective actions include: • Salary Adjustment: Adjusting the wages of affected employees (typically females in cases of a negative gap) to raise them to the level of peers of the other gender in the same job with equal qualifications. • Regulation Review: Reviewing any regulations or administrative procedures that may unintentionally lead to discriminatory outcomes. 3. Accountability and Review: The Women's Empowerment Unit assumes the supervisory and review role to ensure that adjustments are fully and effectively implemented, and to document all actions taken. Phase Four: Follow-up 1. Reporting and Transparency: An annual report on the status of pay equality is submitted to the university's senior leadership, with the possibility of publishing a summary of the results without disclosing individual data. 2. Complaints Mechanism: The complaints box affiliated with the Office of the University President provides a confidential and reliable channel for receiving complaints related to pay discrimination and investigating them in cooperation with Legal Affairs. |
